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Why Saville

People decisions that pay off. And the numbers to prove it

Your people are the biggest investment your business makes and usually the least measured

£40,000

saved per hiring cohort at Heathrow

70%

off screening costs at Jaguar Land Rover

3 weeks

to a live leadership process at Virgin Media O2

€1.3m

saved by one global food manufacturer

The problem

Someone always asks if it was worth it

Most HR teams can only answer it with a story, not a number.

More than two in five HR leaders believe a fifth or more of their leadership appointments in the past three years were mis-hires. Only 6% have never seen a poor people decision cost them, and three in ten have watched one cost the business revenue.

The hire who looked right on paper

Wrong-fit hires get recruited, paid, trained, managed and replaced. The cost lands in four budgets and is tracked in none.

The promotion no one could evidence

Strong performers move into management on reputation. When it does not work, nobody can point at what was missed.

The screening that eats your managers' week

Phone screens, sifting and first-round interviews absorb days of manager time that never reaches a cost-per-hire report.

Get an estimate

See what you would get back

Choose what you want to see the numbers for: screening applications, hiring, identifying high potential or developing people. Answer two or three questions about your volumes and how you work today, and you get a modeled estimate built on validity research. Start again to try another.

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How it works

Where recruitment ROI actually comes from

The same measure runs across hiring, development and talent mobility, so the insight compounds instead of resetting with every new tool.

Behavioral and cognitive assessment measures how someone will work. An interview measures how well they interview.

Predict performance, not polish
Featured client

One toolkit, 38 operating companies

Global food manufacturer · 17,900 employees · assessment in use across three continents

Assessment was fragmented across 38 operating companies, with no common standard and no economies of scale. One toolkit, powered by Wave®, now runs selection and development in the client’s own competency language, with more than 60 HR professionals accredited to use it.

Turnover among the population using the development tools fell by 5.7%

€1.3m

cost savings

25%

fewer mis-hires against industry benchmark

2,000

candidates assessed a year

Client results

What this looks like in practice

Jaguar Land Rover

Apprentice screening went from three weeks to 48 hours, screening costs fell by 70%, and 21% more candidates finished the process.

Read the case study

Heathrow

£40,000 saved per cohort of security officers, by replacing 700 phone interviews and more than 100 assessment center places.

Read the case study

Virgin Media O2

A science-led process for around 100 leadership roles, built and live in three weeks, saving roughly 24 hours of preparation across 96 interviews.

Read the case study

In their words

Where the stakes are highest

“Saville helps us find people sooner and accelerate them.”

Skanska runs promotion and succession for more than 26,000 people in safety-critical operations. Reputation and gut feel were replaced with behavioral data and leadership risk profiles.

Alistair Ford
Skanska
Head of Assessment
Read the case study

Questions buyers ask

Start with costs you already carry: the salary and on-costs behind a wrong hire, the manager hours spent screening, and the roles sitting open. Assessment reduces all three. The return is the gap between what those cost now and what they cost after. Put your own numbers in.

Next step

See what it would save you

Bring your hiring volumes and your last twelve months of turnover. We will show you where the money is going and what changes when decisions are evidenced.

Figures from independent research with 300 HR decision makers in the UK and US, all at organizations of 1,000 or more employees.